Commitment to Equal Employment Opportunities 

It is the policy of Jordan Pile Driving, Inc. (“the Company”) not to discriminate against any employee or applicant for employment because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, veteran or military status, genetic information, citizenship, marital status, or any other legally protected characteristic.

Prohibited Discrimination 

Pursuant to the Company’s commitment to providing equal employment opportunities for all qualified individuals, the Company strictly prohibits discrimination based on any of the protected characteristics listed above.  The Company will not tolerate unfair treatment or making employment-related decisions, including decisions concerning recruiting, hiring, discipline, training, pay, promotion, or termination, based on an individual’s protected characteristic(s).  Any applicant or employee who believes discrimination has occurred in violation of this policy must immediately report the incident pursuant to the Company’s Complaint Reporting Procedure set forth below.

Americans with Disabilities Act

The Company is committed to treating all qualified applicants and employees with disabilities in accordance with the requirements of the Americans with Disabilities Act, as amended (“ADA”). The Company will provide reasonable accommodations to qualified individuals with a physical or mental disability if the accommodation would assist the individual with performing his or her primary job duties and the accommodation will not create an undue hardship on the Company.  Any individual who believes a reasonable accommodation is needed to assist with a disability that is affecting the individual’s ability to perform his or her job duties should notify the Company’s CEO, Curtis Johnson.  If for any reason an individual is unable to notify, or is uncomfortable notifying, the CEO, the individual should notify the Company’s Office Manager, Renee King.

Upon receiving a request for reasonable accommodation, the Company will interactively discuss with the individual any accommodations that would be effective in assisting the individual with performing his or her job duties.  The interactive process may require the individual to provide information concerning the nature and duration of the individual’s impairment, including appropriate medical documentation if the impairment or need for a reasonable accommodation is not obvious.  Information concerning an individual’s disability or need for accommodation will be handled with the utmost discretion and will be treated confidentially to the extent possible without compromising the Company’s ability to engage in the interactive process or identify and provide a reasonable accommodation.

Prohibited Harassment 

Harassment of the Company’s employees or applicants based on any of the legally protected characteristics listed above also is prohibited and will not be tolerated.  This policy applies to all employees, including managers, and to non-employed parties who enter the workplace and encounter or interact with Company employees, such as subcontractors, vendors, or guests. Additionally, this policy applies both during and after normal working hours and at the Company’s main office as well as at any of the Company’s job sites.

Harassment can take many forms. Some examples of impermissible behavior include, but are not limited to: using racially based epithets, making stereotypes based on nationality, religion, gender, sexual orientation or gender identity, offensive gestures or displays (e.g., graffiti or photographs), and telling jokes that reference or are intended to suggest derogatory or offensive comments based on a legally protected characteristic.

While all forms of harassment based on a protected characteristic is unlawful and prohibited, sexual harassment can be harder to identify and deserves additional explanation.  Sexual harassment can include making unwelcome sexual advances or engaging in other verbal or physical conduct of a sexual or gender-based nature when an individual’s submission to that conduct is made explicitly or implicitly a term or condition of the individual’s employment (e.g., suggesting an employee will be disciplined if the employee does not agree to go on a date,  conditioning a promotion on a sexual favor).  Sexual harassment also can include conduct that creates an intimidating, hostile, or offensive working environment.  Examples of such sexual harassment include, but are not limited to, telling obscene jokes; discussing sexual activities; touching a co-worker inappropriately; using stereotypes when discussing members of a particular gender or who identify as a particular gender; and/or accessing pornographic internet sites while in the workplace.  The Company strives to provide a work environment free of sexual discrimination, intimidation, or insult of any form, and engaging in behavior that rises to the level of sexual harassment is strictly prohibited.

Any applicant or employee who believes harassment has occurred in violation of this policy must immediately report the incident pursuant to the Company’s Complaint Reporting Procedure set forth below.

Prohibited Retaliation 

The Company prohibits employees, including managers or supervisors, from taking any adverse employment action against an employee because the employee has complained about discrimination or harassment prohibited by this policy or assisted in the Company’s investigation of a complaint related to prohibited discrimination or harassment.  Employees, including managers or supervisors, who are aware of retaliatory conduct in violation of this policy must immediately report the incident pursuant to the Company’s Complaint Reporting Procedure set forth below.

Complaint Reporting Procedure

An employee who believes that he or she has experienced or witnessed any type of discriminatory conduct, including sexual or other forms of harassment and/or retaliation, in violation of this policy must immediately inform the Company’s CEO, Curtis Johnson.  If for any reason the employee is unable to report, or is uncomfortable reporting, the incident to the CEO, the employee should report the incident to the Company’s Office Manager, Renee King.  If reporting to the CEO or Office Manager is not possible, employees also may report the incident to any manager or supervisor-level employee.

As mentioned above, the Company strictly prohibits retaliation against any individual who reports misconduct under this policy or who participates in the Company’s investigation of reported misconduct.  As such, employees should feel free to report any legitimate concerns of conduct violating this policy without the fear of adverse consequences in the terms and conditions of the employee’s employment with the Company.  Managers or supervisors who are aware of discriminatory, harassing, and/or retaliatory conduct violating this policy and fail to report it will be subject to disciplinary action, up to and including immediate termination.

Any incident of misconduct reported pursuant to the Complaint Reporting Procedure above will be promptly and thoroughly investigated.  The Company will conduct an impartial investigation  and will examine all circumstances and available information surrounding the alleged incident.  The Company will treat the complaint and investigation confidentially to the fullest extent possible without compromising the effectiveness of the Company’s investigation or corrective action.  If based on the Company’s investigation the alleged misconduct is substantiated, the Company will take prompt corrective action to ensure the misconduct does not reoccur, including issuing discipline, up to and including immediate termination, to the individual(s) who participated in the misconduct.